Community Showcase: Maisha L Cannon

Luis Malbas  
All right. Hello, everybody. Welcome to the training, learning and development community. Thanks for joining us today. See we have some folks already coming. Abigail is here. Thanks for being here with us today. Abigail, Happy Tuesday to you. Oh, my issue already added that in the comment area is Tuesday. Okay, today's guests, we have Maisha L cannon with us today chief learner and founder of the collab lab. I've been looking at my issues background on LinkedIn, I'm going to paste her LinkedIn URL in the chat because he I think you have a very fascinating background. And this is not going to be a typical l&d showcase for CLDC your background is more like talent management and recruitment. And so accordingly, I have some very different questions for you.

Maisha L Cannon  
Awesome, excited. Yeah,

Luis Malbas  
it's the so um, so let's just get into it. If that's okay, my Isha. So just give me just a real quick bio, like, introduce yourself real quick, so we can hear it.

Maisha L Cannon  
For sure. So hey, everyone watching I am Maisha, which means life in Swahili. And I'd like to say that I've been in recruiting since the 1900s 1994. B, G, to be precise. And that's before Google, if you can even imagine such a time. Wow.

Luis Malbas  
Um, yeah, I was looking and I think, yeah, it was definitely I had to scroll way down on your profile to

Maisha L Cannon  
Yes, staffing specialist that actually entertainment. Yes, that's where I start, right. So as not to age myself too much on my LinkedIn profile, but goes back to actually high school at South Central Los Angeles, where I grew up, was in the 10th grade at Crenshaw High. And there was an internship program called yes to jobs. And the title of the slogan was, people can't be what they don't know exist. And the program, which is still around, took children from the inner city, young adults from the inner city of LA, ship them 20 miles west to Hollywood, Beverly Hills, and gave us our first taste of employment in the entertainment industry. So my first job and 94 ish was interning at Castle Rock entertainment, which at the time was the home of Seinfeld. So that was a really good introduction to the working world. But that's how I ended up in corporate HR just from an internship way back in the 90s.

Luis Malbas  
Right, and you you've had stints with big tech. And now you have your own company. It's a it's an amazing story. I mean, check out, check out my ishes profile. I did paste it in chat. So everyone, if you anyone who's live, go ahead and take a look. I'd like to know more about your career path. And specifically, what led you to specialize in talent acquisition?

Maisha L Cannon  
Yeah, it was really that early introduction, that internship so the first summer I went, I was actually an IT help desk intern the whole summer, which was great. You know, the question I remember being told to ask is, is your computer on and that solved 80% of the problems back in the day. And that following summer, Castlerock invited me back, but I was a floater that summer. And so I remember two things really clearly, even though it was a long time ago, one how painfully quiet it was when I was a floater in the accounting and finance department, and to how at home I felt when I interned that one day in the HR department with Joyce and Jan. And they felt that same energy for me. And I just fell right into being an HR assistant with them, and stayed with them through college part time. And I loved recruiting and hiring called an HR personnel at the time, but I loved it because it blended so many of my interests. So the people, the technology, and that cognitive part, you know that thinking and you know, figuring out how to say no to someone who's not going to get the job or how to synthesize the data on a resume that was really fascinating to me back then as a young woman. So yeah, that's kind of how I found HR wouldn't found it any other way for sure. In South Central LA at Crenshaw High right. But I'm grateful for yesterday jobs for introducing me to what was going on on the other side of town, I have to share that. The most fascinating thing to me when I was in my little Hyundai XL, drive into work from LA to south, from South Central to Beverly Hills every day was this place, and I never knew what it was. The word on the header was Starbucks, and there would always be a long line of people. And I always used to wonder, I wonder what they sell there. So yeah, it's kind of ironic that now I've learned the hard way how you can get addicted to Starbucks coffee, but yeah, back then. It was very fascinating. We didn't have any in the inner city. So seeing it, you know, on the west side of town was was something that I remember.

Luis Malbas  
Wow, that's fascinating. Now I do sort of want to get more into that and you felt at home with the A HR people, was it the social piece of it the part that like, were you were helping people or Yeah,

Maisha L Cannon  
yeah, those are good guys. I think it was a little bit of that it was the helping people. I liked how how free and how much. I think authenticity I saw in the two women who were the HR director and HR manager at the time, Joyce Dasher and Jan streamer, and I love that my creativity was welcomed. So for instance, in entertainment, you know, you get a lot of people that have big dreams of working in entertainment. And so we would have this set of resumes that we, you know, we didn't want to put in the circular file, aka the trash can. But they were created. They weren't in a manila envelope or a mailing envelope. They were like poster boards and art projects that people had sent in. And I just remember, you know, when we get those in the mail, special delivery and Joyce's say, go ahead and put it in the, you know, an HR closet, and we would keep it. And I just be in awe, like the detail that people put into, you know, this, this representation of themselves beyond a resume, they want it to be memorable. And so I always just, I think I was fascinated, you know, by how people express themselves when it came to their working career. You know, I was still very young in my career. I don't think I knew what I wanted to be when I grow up. I don't know if I even know. No, but yeah, I think I was just fascinated, like, wow, they get to do this all day, they get to look at resumes, they get to meet people. And Joyce on her desk had like all of these, like really cool tchotchkes like Nickelodeon cartoon, little bobble heads, and like all of this fun stuff. So I think it was like, the vibes that I got from them was like, wow, you can just have fun at work. I didn't, I didn't feel that in other departments, you know, even in it or in accounting. When I sat at the front desk, I had to be very buttoned up and very precise, and very accurate. But I felt like HR, you can just kind of like, show up as you you can have fun in an interview, make the candidates laugh, you know, it was it was a place you can really,

Luis Malbas  
you know, understand how the entertainment industry in Los Angeles is kind of just this huge like thing. Yeah, like, so many people are in it. Yeah. And it's kind of got its own vibe.

Maisha L Cannon  
It does. It really does. And I think about that often, even just this morning on the news with the writer strike, you know, I think about wow, I remember seeing those letters WGA and reading the trades, like Hollywood Reporter everyday as an intern when I would pick up the mail. So yeah, it's a really special, special place that you sometimes take for granted if you're from LA.

Luis Malbas  
Right, right. So as a Talent Acquisition Professional, yes. You obviously must have challenges, regular challenges. What are some of the most common ones? And what are ways to sort of overcome them? And you know, and it's interesting asking this question to you, because mostly our audience is l&d. So keep that in mind. Because this, this, these are things that we probably don't hear a whole bunch of out. So really fascinated,

Maisha L Cannon  
Oh, that's good to know. So as I think back to common challenges, the ones that are popping up are the ones that were the same back then as they are now. So I'll start with those. One is the disconnect between the job seeker and the resume. When I was a recruiter at USC, this is probably 2005. I remember candidates calling it the black hole of recruiting This is around the time when the ATS the applicant tracking system became popularized. And people could no longer just walk into the physical office and leave a resume. And so there was just an outrage from the community. Like, I put my resume on the internet, whatever that is, and then it disappears into a black hole. And I never hear back, right. And I see those same challenges now, though, technology has brought us so far. And we're able to do so many things in terms of efficiency, I can email you my resume right now as a link, I can drop it in, you know, the chat, it's very easy to get but still there's that, that silence and that disconnect between, you know, the person who's looking for the job, and the person that has the ability to kind of lift them up to be seen that, you know, they just, you know, you have the volume, you can't reply to everyone and the skills have to be very specific, and there are a lot of things that can get in the way so I think that black hole probably is called something now I think they call it ghosting, you know, the recruiter, you know ghosted me they sent me a confirmation email and then I never heard back. So that part that disconnect, still very prevalent.

Luis Malbas  
Wow, is there any way that do you combat that in any particular way? Or try to overcome it? Or is it just that's just the way that it is now?

Maisha L Cannon  
Mm hmm. That's a really good question. I'm sure there are a lot of companies depending on their size that can be innovative around that. The way that I was you know, trained back in the day was that everyone who applied got a reply, you know, everyone that applied got a reply. So as you know, the intern I remember on the typewriter, there were some Castle Rock postcards, and I would put everyone's name and then hand sign it, you know, like, hey, you'll hear from us in two weeks. You know if we can follow up. But I think because everything is so automated now, right? Especially we think about how far we come with chat, GBT, it's very easy to send an automated receipt, email and then not take it beyond that. So I think companies that are intentional with how many requisitions or how many jobs the recruiters have to support can control a little bit of how much time recruiters have to really nurture and give a white glove service. Right. You can't reach out to all 200 applicants, if you have 30 active roles. I've been there, right. But if you have 10 roles, and your team is adequately staffed, and your manager is that having you in meetings all day, you know gives you time to manage your day, then you can set aside every Friday like Stacy's a par in our industry tells us and give your no update update. Right? You can say hey, Louise, got your resume still? No, we're back from the hiring manager. He's on vacation. I'll get back to you. So we can be more intentional. But I think we're moving trying to keep up with the speed of business, which I'm sure lnd experiences too. So it's really hard to give that white glove service that you would want to

Luis Malbas  
Yeah, yeah. So Abigail, I just posted I just worked with a recruiter directly applied through them. And then nothing,

Maisha L Cannon  
huh, that's exactly right. And that's that experience. Right? Yeah. And we don't know the context of like, you know, is that recruiter still employed? Were they one of the many that have just been laid off? And now a colleague is handling that person's workload on their own. Is that why you didn't hear back? Right? It's not all the time that the person is just neglectful and not good at their job. There could be all these circumstances around it. Yeah. So I would say to Abigail, you know, don't be discouraged. Continue to follow up. If you feel strongly about that job, you can reach out to the hiring manager on LinkedIn, right and say, Hey, I applied, you know, haven't heard back from the recruiter, just want to let you know, I'm interested, drop your resume, you know, and sometimes that'll nudge the process along if the hiring manager also thinks that you're well aligned for the role.

Luis Malbas  
Okay, that's good. So a little follow up. So and you were talking earlier about this to like, the early days and faxing even because having to do that, you know, within even in the l&d space, I know that don't rush out. I got an l&d. I actually faxed it in. And then I heard from my new boss three months later, like, you know, yeah.

Just over your, the course of your career, how has it changed? Like what? You know, how about the advancements in technology and social media? I mean, used to be before you'd look it up. But up in the newspaper, you'd see a phone number to either fax or call. But now it's so different. You know, we've got commercials on For indeed, regularly, like on the sports channels that I watch, and but how has it changed over the years for you?

Maisha L Cannon  
Wow, so much. I love to hear that story, too, about your fax, and how patient you were three months later. And so you know, remember where you had applied? But yes, I remember, you know, in college, one of my part time jobs was working for the LA Times, and separating the sections of the paper, which included the classifieds and my fingers being black, right with the ink from the news, print. And back then job ads were very short, you may remember because it costs per letter, right? even write a job description, right. So your job ad was a couple of lines of text, maybe three, it'd be a short blog, if they had big money to take out an ad, maybe it'd be like a fourth or an eighth of the size of the paper. So yeah, we've come a long way. Because now, job postings are all online. They're aggregated through sites like indeed and LinkedIn. And you can, you know, there's a plethora of sites depending on if you want to work remotely. I was on chat GPT yesterday, and there's a plugin for healthcare jobs called Vivian. So you can be very specific now, if you only want to hear about the healthcare jobs, or you only want startup jobs. So yeah, we've come a long way in terms of how we even disseminate information to let communities know that we're hiring. When you said facts, it reminded me of even one step before that, or maybe around the same time, when I was working at NBC and college, in Burbank still in Hollywood, or in that industry. And I was updating the job hotline as part of my job there as an HR assistant. So I don't know if you remember, there was a time when you might post on a local community cafe board before there was a Starbucks, you know, maybe in a diner posts on the brown board, you know, call the job hotline to find out what's open. And every week, I would be excited to update that outgoing voicemail for NBC and let people know if you're interested in the page position, you know, you can send your resume to this address with this special suite number. And if you're interested in a producer position, you address your envelope to so and so. So yeah, I mean, it's really come a long way. And I wonder, you know, and I would be curious to hear your thoughts on it, too. Has streamlining everything helped at all if we see that even still, Abigail is applying online a lot quicker than mailing a letter. But still a disconnect. You know, I don't know of all the technology that we're excited about has it Advanced is really as a profession, but it's there. You can use it. It's pretty cool. Right? Right, it

Luis Malbas  
feels like you need you the best mode is to kind of filter figure out what you need to filter out, like, don't do all of these other don't do these things that that just don't work anymore. Right. And, and it seems like LinkedIn is such a big part of, you know, of of finding a job and even recruiting. There's, there's that piece of it. I know, for myself that, that when I see, mostly it's been word of mouth for a lot of people that have found like success and finding work. Okay. And you know, that can be you know, that's not easy. That's not easy. But so you mentioned Chad GPT. And I have to ask, like, What the heck are you doing with chat? You mentioned, Vivian, what is what's going on there? Yeah, I'm

Maisha L Cannon  
having so much fun with chat GPT. In fact, I am glad you mentioned it, because I'm going to be working on a resource for facilitators. So I don't know the lnd community as a whole well enough to make sure that it's applicable to like the work that IDs do. So I'm going to start with facilitation, which I know. And it's going to be like power plugins that can help you with your work as a facilitator. So the plugins were just released maybe 72 hours ago, and there's over 100 of them, and you can use three at a time. So I'm kind of packaging them together in ways that okay, a facilitator would love to use this particular plugin, like access link to get on the internet, right? Because you can't access the web with regular GPT. And then there's edX, so I'm like, okay, maybe they would like to go to edX to learn about courses. There's even one called Giga tutor, which can help teach you something right. So if you're a facilitator, but you're not the subject matter expert, maybe it's worth plugging in the learning objectives to giga tutor and getting up to speed, you know, before you deliver the session. So yeah, I'm exploring just all of the possibilities, really, is that the possibility and experimentation phase with GPT. But I do think it's going to be powerful, not just for TA professionals, but for l&d professionals, you know, in terms of the work that we do, I see it already when I'm, I wrote up a conference talk description just a couple of hours ago, and I asked GPT to put together the learning objectives based on Bloom's Taxonomy, because I didn't, you know, that's like, a heavy lift for me, cognitively, to do you know, as a creative person, I enjoy more of the, you know, the presentation and the deck design, but I'm like, can you do the, you know, the heavy lifting, and then within 20 seconds, it's given me five objectives. I'm like, great. Alright, send it off, you know, yeah. Done. Checklist. Yes. It's amazing. Yes, it is. Have you been using it?

Luis Malbas  
Or oh, yeah, no, I, just a couple of days ago, I signed up for GPT. Four. Oh, good.

Maisha L Cannon  
Yes. Yes. Yeah. And playing around with

Luis Malbas  
it. It's, it's, it's actually terrifying in a lot of ways. Really? In what way? Tell me I'm curious. You know, well, because I know, and that there's like an entire generation of, of people that are probably studying to do something that isn't going to be required.

Maisha L Cannon  
All right, that's a great color. But isn't it the case of all of us? You know, like if you went to school with me in high school, when I graduated in 99, from college, if you study marketing, what you learned is absolutely antiquated and no longer be right. So that's the importance of l&d and continual learning, right? Learning in the work, learning in the flow of work when you need it on demand, because we all have to continue upskilling every day. And you know, as I celebrate the 20 year anniversary of my first year as a full cycle recruiter, I'm so grateful that learning is such a passion of mine, because I see other peers who after 20 years are not into GBT, they're like, oh, I don't need that. I'm just gonna keep doing it the way I've been doing it, right. But yeah, it's so fascinating to me is kind of re energizing me, you know, as a TA and as a new, l&d Professional.

Luis Malbas  
No, I totally agree. I feel the same way. It's actually it's helping me learn a lot of stuff. You know, just like with Bloom's Taxonomy, it just gives you, you know, again, sort of filtering out the unnecessary stuff and getting you right to the point, you have to make sure that it's accurate, though, you know, you just have to ask the right, just do That's right. Due Diligence. That's great. I love it, we should probably set up a separate session altogether.

Maisha L Cannon  
I would love to Yeah, we could talk shop.

Luis Malbas  
So speaking of that type of thing. Well, do you have any other sourcing strategies that you've found, like, for a fact effective, you know, talent management and recruiting? Um, what can you can you share something like that? Oh, sure.

Maisha L Cannon  
For sure. So, I started sourcing about, I don't know 10 years ago after eight years. As a full cycle recruiter, which is an untraditional path, to go from recruiter to sorcerer, but I think it helps me open my lens and into what was possible. And I really love the research that sorcerers do. So I have this sweet 16 kind of menu cookbook of sourcing strategies that I like to train on. I just did a Maven course for two weeks, it was called prospect like approach, I'll share a few with you. The one is called AI for inclusion, right, but it's spelled e y e i for inclusion. And this one is about knowing how LinkedIn recruiter which you mentioned earlier, this is the recruiter tool is what companies pay for right for the recruiters to use. So you get a little bit more power out of the tool. But it's how to understand how that database works. So that when you want to source inclusively, you know that no matter what the market is LinkedIn will always present women in the percentage that they occur in the market. So for instance, if women are 20%, of software engineers, then on every page of 25, you know that 10%, or two and a half, three will be women. So knowing how the database presents the information, now you can go through 25 pages of results, and pull just those women first, right, you're gonna go back and get everybody who's qualified. But you have that eye for inclusion where you're bringing the women in at the top of funnel first reaching out to them first, you know, week one of the recruitment. And then you go back to page one, and continue to reach out as normal. So that's one way you can have that lens, yes, versus going page to page and saying, I'm only seeing two women and telling your hiring manager. There's no women out here. It's just you know, for every 25 men, I see I see two women. Well, you know, two times 25 is 50. So there's 50 Women in your results, right? Reach out to them first. So that when I call for inclusion, yeah, thank you. Let's see, what's another one. This was an interesting one called fuzzy logic. It's taken from the engineering world. Because sorcerers love using something called Boolean logic from George Boole. And with fuzzy logic, you intentionally misspell the title of the role, for instance, to find people who also misspelled it. So if you were to look in your LinkedIn, even in LinkedIn, basic, you could try this and put in quotation marks Software Engineer with three E's where there should be too near the end of the word, you will find hundreds, maybe 1000s of results. And the last couple times I've done it, it's been an apple engineer. So am I not going to reach out to an apple engineer because they put an extra E in the word? No, I'm absolutely gonna reach out to them. But I'm also the only one finding them if the other recruiters are just searching for the title, as it should be spelled. So that's where misspelling can actually come in handy. Like what they taught us in first grade, right, so I'll put it in the chat. So you can see.

Luis Malbas  
That's hilarious. Wow, that's really, really interesting. And so that's, that's been a helpful tool for you to do that.

Maisha L Cannon  
Yeah. Especially when you hit a wall. So if you think about for context at Google, I was one of 300 sorcerers, and we're all on the same requisition, right. So as soon as as recruiter grabs the candidate, they own the candidate. So you can't do double outreach. So to be ahead of the curve, right? If you have 299 peers doing the same thing as you, you have to think outside the box, right? So I would, I would do everything, including this fuzzy logic to waking up earlier, I was on the west coast, but I had colleagues in New York. So I set my alarm to wake up earlier than the East Coast recruiters. So I could grab people that were new to LinkedIn. That's another sourcing strategy. I haven't named it's kind of like a welcome committee, right. So you can check a filter on LinkedIn, and say, I want people who joined one day ago. So I'll get the fresh people that are just adding their profiles to LinkedIn, maybe they're college students that are just hopping into the system. And using that technique, that sourcing strategy, then I'll be the first to welcome you. So if you just joined LinkedIn today, Luis, then you'd be getting an email from me like, Hey, welcome to LinkedIn. This is the first of many recruiting emails that you're gonna get. But we should talk first, right? So anything that you can do to just get an edge on your own internal competition, that's not even thinking about the competition outside of Google, right? Because we're competing competing against other Fang companies, Facebook, Amazon, Netflix, Google, right. So yeah, even just your own teammates, sometimes you have to get an edge on them and be first right early bird gets the worm.

Luis Malbas  
No, these are fascinating strategies. You had mentioned you were you referenced something Maven, something about

Maisha L Cannon  
Maven. So MAVEN is a new Have you heard of it? Maybe there's a new learning and development community actually. I'll drop the link there. So they focus on cohort based core says so one of the cofounders started Udemy, which you probably have heard of, kind of came in, I guess what that was 1012 years ago with like, the online on demand courses like Udemy, Coursera. Some of those that are just video on demand, but they're at the beginning of what they're calling kind of like this pivot to more community Cohort Based Learning. So all of the classes are live, they're usually two to four weeks, you meet once or twice a week. And you have a cohort of learning learning cohort of learners rather, and you're learning a thing together. So that was really great. I did my first Maven launch this month, and had a very small cohort. But it was great, right? Because you get to know each other spend time together, our sessions were 90 minutes, twice a week. And then after two weeks, you have new LinkedIn connections to add, and you can deepen your community and deepen your learnings.

Luis Malbas  
So you wait, so for these Maven, yes, thanks. You're, you're facilitating a workgroup like our workshop with

Maisha L Cannon  
some sort of chat. Exactly. Yep. So you're essentially a Maven, instructor, Maven have host the platform. Right. So they have all of the community features, the, you know, it's a great digital syllabus that they build out, you can put in your videos and everything you would your curriculum, but it's it's integrated with Zoom. Right, so we're still using zoom in the platform. But it's just a way to kind of keep the learning contained there if you were trying to piece it together, prior, right? Because if you or I didn't have Maven, and we wanted to say host a course together, we'd have to figure out zoom, we'd have to figure out emailing our learners, you know, who's going to email and how reminders follow ups, right, the video recordings? Do we send them out? Do we place them somewhere like on a, you know, do we build a website now, you know, to house it. So instead of all of those disparate pieces, Maven has combined everything, including the landing pages, right for the course and your waitlist, and all of that. So I encourage anybody who Yeah, has a specialty, which we all do to consider Maven, there's no cost to join. They do a Maven course accelerator program for future instructors. They run it pretty often. It's like a three week pretty intense course. But it gets you up to speed and helps you launch your very first cohort.

Luis Malbas  
Fascinating. What other what other things have you taught on Maven,

Maisha L Cannon  
just that one just prospect like a pro, but I have a waitlist up now for recruiting with artificial intelligence, and it's getting good feedback so far. So I think I'm going to diversify. So it won't just be GPT because now we have Bard, there are some free AI tools that recruiters and probably l&d professionals would benefit from like a word tune. Right? For editing. There's Jasper for editing, there is even I could in that 11 There's Spotify DJ, I don't know if you know that there is an ai dj within Spotify, that will, you know, be in your ear all day and give you a custom mix based on your listening habits. So it's kind of nice. Oh, that. Yeah. So yeah, so I think gonna include that in that AI for recruiting and sourcing. And of course that I'll do next on Maven, hopefully this summer.

Luis Malbas  
That is cool. That is very gosh, okay, so I'm running a little bit short on time. But yes, we need to know more about some of these other things. Now. First of all, collab lab. Yes. Tell us about collab lab.

Maisha L Cannon  
Yes. So I resigned my last position at Roblox November of 2022, with the intention to take a six month break. Three weeks into my career break, I had incorporated a company here in British Columbia, in Canada. So I don't know what happened there with my plan to rest. But because the ideas were coming to me with such ease, I said, let me just go with the momentum and the flow. So the collab lab is learning and development for talent teams. So it's really playing off of the 30 years of recruiting and sourcing experience that I've had, and all of the training I've been doing in the community kind of as a passion project for the past eight or nine years, and now making it official and making that my full time thing. So I do recruiting sourcing and technology training for talent teams.

Luis Malbas  
Wow. Yeah, very cool. Okay. Yeah. And what's the website for that one?

Maisha L Cannon  
Yes. If try collab lab.com And I'll type it in the chat too.

Luis Malbas  
I also want to know about sourcecon. Your next speaker is sourcecon. What is that

Maisha L Cannon  
is sourcecon. Is the community for sorcerers. Yes. So sorcerers and recruiters are very similar. There's a lot of overlap. But the sourcing community loves to share more than any profession I've ever been a part of. I've been an elementary school teacher. I never saw as much sharing even in the educational sector as sources. They want to share their best practices, their hacks, the tools they're using. So source con is that community for sorcerers they've been around for over 10 years and I'm excited to continue to support them. I usually volunteer or speak virtually they just had a couple of conferences this year. You're I think I was at, no, they have one, they have one coming up town 42. But source con just took place in March. So yeah, it's just a great community of learners usually in person, but we pivoted to virtual because of the pandemic. But yeah, 1000s of sources get together for two or three days a week, you know, twice a year, and just share all the things and you learn so much. You have to watch the video replays a couple of times because you're guaranteed to miss something. But yeah, they love sharing. So, community. Yeah, I love

Luis Malbas  
it seems like your vibe and there's so many things that you do that are really aligned with to the to LDC community. So it's really up to you know, I am wondering, let's see, I do a regular event and reading this one again in August. That is for like teachers that are wanting to pivot from, you know, higher ed or K through 12. pivot into, like, instructional design. Yeah, we'd be interested in like speaking at,

Maisha L Cannon  
of course, I'd love to I just did a similar workshop for the l&d collective that I'm a part of, okay. And it was just that it was, you know, from classroom to the boardroom, right. Yeah, shunning. So yeah, I'd love to workshop some of that material, maybe refine it with you for the audience to make sure it's the right tone. But yeah, I would love to do that. Having been a teacher, right. For a brief period. I've taught special ed, already first grade. Uh huh.

Luis Malbas  
Okay, yeah. Wow. That's great. Yeah. My Isha. This has been a wonderful conversation. I enjoyed it like to talk to you again, you have I mean, you have just some incredible knowledge and experience.

Maisha L Cannon  
Thank you. I appreciate that Luis, and definitely hope we can continue the conversation and partner in August and just serve as a resource for one another. And we I'm not going to forget we have a GPT check to schedule to

Luis Malbas  
Yes, yes, actually, I definitely want to I'm trying to I want to put something together because, okay, um, you know, I mean, just for l&d, especially, I think that GPT has some really incredible things that that can that can help. And, and I also worked for, for a technology publisher, and a lot of our focus is on AI right now. And so surrounded by those conversations all the time. And also, like, GLVC is a one man shop, it's just me. Okay. Unable to, you know, basically get more sleep. Yeah. Some of the hard work now, yeah. Especially with, you know, just like summarizing content and doing things like that. But yeah, it's a powerful technology. And, and I think that more people definitely need to know how to use it and understand it better. So I'm trying to put something together. So with that my Isha, thank you so much for joining today. It was a wonderful conversation. I'm looking forward to talking with you again, because, yeah, you definitely have some incredible experience and knowledge. So we'd love to chat.

Maisha L Cannon  
Awesome. And I'll be sure to share that article with you for the l&d community for facilitators. And so maybe you can

Luis Malbas  
that sounds great. And even, you know, between Maven, Tracker, lab lab.com and the other some of the other links that you pasted in there. Really, really appreciate that. And, and everybody. Tomorrow we have another interview. Hi knobs fees, I think is going to be with us. She is an instructional designer and manager out of the bay area. I think it's Cupertino electric and she has some great experience as well. So hopefully we'll see you tomorrow for that one and

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